Diploma in Coach Supervision

Introduction

Supervision accompanies and promotes the professional development of qualifying and qualified coaches in the context of their practice. It offers coaches an opportunity to learn and develop through reflection and dialogue and to grow further towards personal and professional excellence. It offers coaches a similar resource to the one they offer their clients.

Purchasers of coaching want to know that they are buying the best. In organisations, coaching is increasingly becoming an integral part of the professional development of senior management and executive, and these organisations are expecting coaches to demonstrate their commitment to maintaining their professional best through being in formal supervision.

Also, at some point in the near future, national and international coaching bodies are likely to require their credentialed coaches to be in regular, on-going supervision. There will therefore be an increasing need for accredited supervisors.

Coaching Development is co-leading the profession in developing and supporting the growth of coach supervision with its Diploma in Coach Supervision. This training course is designed to build a body of well-trained, informed supervisors who understand the ethics, responsibilities, practices and defining features of the coaching profession. Coaching Development sees supervision not as advanced coach training, but as a parallel profession which serves and supports the coaching community.

To date, this programme has run seven times in London and South Africa.

Overview

Open to coaches with extensive experience, who are psychologically minded and who wish to contribute actively to the development of the profession. Ideally applicants will be a PCC (ICF), or be approaching the PCC assessment, or be close to completing an ACTP or have passed a formal independent assessment themselves. Applicants will be asked to put Coaching Development in touch with their supervisor for a reference.

8 face-to-face days;

Rigorous and experiential;

Practice-focussed, with strong theoretical underpinning;

A blend of practice management, applied psychology and ethics;

Practica with peers and with practising coaches;

Feedback throughout with a final assessment including a description of your philosophy of coach supervision and completion of a learning journal.

At the Heart of it...

In her chapter on Supervision as Transformation edited by Robin Shohet (Jessica Kingsley Publishers 2011) Mary Creaner says: "Ask - ' How may I join you in your learning' rather than expect the supervisee to join the supervisor in their teaching." She goes on to frame supervision as the supervisor saying to the supervisee: 'What might we discover together that we might not discover alone?'

My experience firstly, of training as a coach supervisor with Coaching Development in 2007, and now being part of the training team, has borne out the truth and excitement of this statement. As we join with each new group of supervisor trainees, there is a richness of exchange and learning that travels both ways. What a privilege to partner in this learning experience. Not only will you explore the theory and models of supervision, but more importantly you will begin to understand yourself in deeper ways and develop what's at the heart of supervision - your use of yourself to pick up the dynamic between you and your supervisee that you can both creatively use to flow back positively down the system -from supervisor to coach, from coach to client and client to the bigger system.

You will find the training to be rigorous and supportive, pushing you to develop yourself and your professional practice, and always invigorating and authentic. Coach supervision is one of the cornerstones of the ongoing development of coaching and is a powerful tool for change and development. If this appeals to you please be in touch with us.

Karen Pratt PCC, TSTA(E)
Our Trainer in South Africa

Training structure and content

This training course introduces tried and tested theories and a variety of supervision models. It also offers extensive opportunities for practice, reflection and integration; it is strongly experiential.

The first Module is a group experience which consists of four days’ face-to-face training. This Module sets the foundation for being a supervisor. Module Two offers further advanced thinking and theories.

My Supervision training with Coaching Development continues to resonate with meaning and vigour, even now, some time since completion. The combination of different learning approaches, the co-creative and responsive nature of shaping the programme and the deep contemplation both in developing presentations and absorbing colleagues work, all contributed to a rich and powerful experience. The learnings continue to show up and settle into multiple layers of awareness – all in all, being trained as a Supervisor has made me a better person and practitioner.

Denise Hunt ACC

The content covered in the programme includes:

What supervision is and how it relates to coaching

The supervision triangle

Contracting

Working alliances and personality types

Relationship dynamics including power issues

Strategies and interventions

Transference and counter-transference

Learning styles and feedback skills

Ethical and legal issues

Corporate issues and awareness

Managing diversity

Evaluation and reflection

Maintaining the supervision relationship

One-to-one supervision

Multiple-level supervision

Group supervision

In-house supervision

The programme is for seasoned coaches who are willing to bring issues arising from their coaching and supervision practices to the training course for peer supervision and who are keen to set up their own supervision practice.

I experienced a profound and personal shift during this training, in addition to learning the 'whats' and 'hows' of being a supervisor. I feel well equipped now with knowledge of the psychological dynamics which support and develop coaches in practice and theory. This course develops the essence of what it is to be an effective supervisor, in addition to how to do it.

Alex Van Oostveen

The learning process

The teaching on this highly experiential course generally consists of a short explanation of theory, a discussion, a learning event / experience in pairs or a small group, and a learning discussion in the main group. It thus follows Kolb’s learning cycle. The focus is always on the supervision of coaches and the application of supervision and psychological theory to a coaching context. A significant amount of time is spent on skills practice in triads. Each of these practices is followed by feedback on the supervision competencies, the interventions used and the application of the theory taught.

Learning, then, is through taught input and personal reflection. We ask you to keep a Journal of your learnings about supervision throughout the programme. We want you to be a well-informed, reflective practitioner of coach supervision.

Practice

You and the other participants supervise each other during and after the Modules. You are also expected to develop a formal supervision practice from which you can bring material for supervision of your supervision. You will be invited to put yourself forward for pro-bono supervision of the students on Coaching Development’s Certificate and Diploma courses, thus gaining hours of supervision practice.

You should have completed a notional 30 hours of supervision practice before you register for the assessment.

One of the unique strengths of this programme is that you gain experience in supervising face-to-face and virtually. This reflects the reality that much supervision is carried out on the telephone or through electronic media.

On-going support and feedback

During and following completion of the first Module, you supervise one of your peers five times and record these supervision sessions. You then select one and send this to your supervision tutor with a commentary and analysis. You then arrange a tutorial to receive feedback on how your skills and style are developing.

Half way through, and at the end of Module 2 you again select and submit recordings of you supervising, and send these in, with a written reflection and a description of your philosophy of supervision, for feedback.

Coaching Development believes that this form and amount of on-going support makes it significantly different from other supervision training courses.

Assessment

You will receive formal feedback on your recordings three times during the programme. The feedback sessions also contain recommendations for further development and therefore are interim assessments. On rare occasions Coaching Development might require a trainee to take part in a development activity before they continue to the final assessment.

Following attendance at 90% of the training, and completion of all learning tasks, the criterion for taking the assessment is personal readiness. This is decided by you under advice from your trainer and tutor. The final assessment takes the form of one recorded session and written analysis, your philosophy of supervision, and one live supervision session with the same coach as in the recording. When you pass this assessment, we will be delighted to present you with our Diploma in Coach Supervision.

Certification and ethics

Coaching Development will give you a Letter of Attendance after the 4 days' face-to-face training and your tutorial. This will outline the material covered, the hours of training received, and confirm that you have CCEs). When you have completed Module 1 (the face-to-face training), attended Module 2 (the second four days) and completed both tutorials, Coaching Development will give you a Certificate of Attendance, with a further accompanying letter detailing the learning of Module 2.

Ethical practice and accurate representation are fundamental values which Coaching Development holds. Taking the training element of this programme entitles you to say that you are ‘in training with’ or ‘have trained with’ Coaching Development, but only those who have passed the final assessment may say that they have ‘qualified’ through or are ‘certified’ by Coaching Development, or any other similar phrase.

For external certification you may wish to consider qualifying through the Association for Coaching. To promote yourself and continue to develop, we recommend that you join the Association of Coach Supervisors.

Time Commitment

Following your acceptance of the offer of a place on the programme, we will ask you to do some introductory reading.

Following the face-to-face training we suggest you plan for 5 supervision sessions with a peer from the training group and for a further 10 sessions with other coaches. You will also need time for reading after the training. You will also need time for listening to your supervision recordings and writing a philosophy.

During Module 2 we suggest you plan for a further 5 supervision sessions with a peer on the programme (supervising a supervisor), and a further 10 sessions with other coaches (supervising a coach). We encourage you to read, watch utube clips and listen to podcasts. You will also need time to keep your Journal, make and listen to recordings and update your philosophy of supervision.

Our Trainers

Colin first trained as a counselling supervisor 20 years ago and re-trained as a supervisor of coaches 8 years ago. He is a Training and Supervising Transactional Analyst; to pass the TSTA exam he had to have supervised for 500+ hours, to have had 50+ hours of supervision on his supervision and to pass two live examinations. Colin is himself in regular, ongoing supervision. He has an active supervision practice which includes individual and group supervision. For three years he was one of three supervisors for the in-house coaching bank at an international pharmaceutical company. He recently gave the keynote speech at Vancouver Island’s International Coach Federation Chapter Forum on coach supervision and is now working on a resource DVD which contains demonstrations of coach supervision.

Tracy Sinclair PCC

Tracy is a Professional Certified Coach (PCC), a Coaching Supervisor, Coach Mentor and ICF Assessor. She is a member of the International Coach Federation (ICF) and was the UK ICF President for 2013-14. She is also a trainer of coaching and coaching supervision and is an official observer for Coaching Development. She currently sits on various UK, EMEA and Global ICF working groups to promote and enhance professional coaching. Tracy is currently serving as an ICF Global Board Director.

Karen Pratt PCC, TSTA(E)

Karen has worked with Coaching Development in South Africa for 5 years and ran the first Johannesburg Coaching Essentials training early in 2011. A certified Coach Supervisor and Appreciative Inquiry Facilitator, Karen is also Africa’s only Certified Transactional Analyst in Education. Karen works as a coach, trainer and facilitator across the spectrum of South African people – from home-based health care workers to executives. She has a passion for learning and believes that all people are OK, can think for themselves and choose to change. She believes that all learning is transformational and impacts at the personal, family, community and social levels.

Logistics

Dates / Locations / Fees

Location

Highbury, London

Dates

Face-to-face between 4th - 7th June 2019, followed by webinars on 6th September, 4th October, 4th November, 2nd December 2019.

Fees

£3,000.00 + VAT

Trainers

Colin Brett and Tracy Sinclair

Location

Johannesburg, South Africa

Dates

Face-to-face between 20th - 23rd February, 2019, followed by webinars on 25th March, 30th April, 27th May and 21st June 2019.